psy testing 2

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ramirez_Dream714
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123693
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psy testing 2
Updated:
2011-12-14 16:51:18
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psych testing
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part t
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  1. 1.
    What is a theory-guided instrument? What are examples
    of this type of test?
    • a.
    • Rely on one specific theory for development

    • b.
    • Personality Research Form (Murrary’s Needs); MBTI
    • (Jungian Pers.)
  2. 1.
    What is a factor-analytically derived inventory? What
    are an examples?
    • a.
    • When you have a billion of responses and they are
    • sorted out into neat clusters that are easier to work with.

    • b.
    • Factor theme founds to me measure sad, nervous. So a
    • depression and anxiety scale is made and as well as a test as its final
    • product.
  3. 1.
    What is a criterion-keyed instrument? What are
    examples?
    • a.
    • Many tests are used and only the items that can
    • discrimented between well defined criterion groups are kept.

    • b.
    • Example. True/False item -> I often feel ppl don’t
    • like me.
  4. 1.
    Know the MMPI-2 – history, design, purpose, how
    developed, norms, main scales (validity & clinical), reliability, validity
    • a.
    • History: created to be used as an assessment to assign
    • psychodiagnostic lables. Link between bodily function and psych issues.

    • b.
    • 10 scales: main ones Psychopathic deviate (high with
    • college aged ppl), Psychastenia (anxiety)

    • c.
    • Validity Scales: lie scale, frequency scale,
    • correlation scale, and error do to blank responses scale.

    • d.
    • Reliability: Split half: .70


    • i.
    • Test-retest .50-.70

    • e.
    • Validity: Considered useful for screening tool
  5. 1.
    Know the Myers-Brigg’s Type Indicator – history,
    design, purpose, theory, how developed, 4 bipolar dimensions, reliability,
    validity, limitations
    • a.
    • Paper pencil/computer versions

    • b.
    • Mother daughter team created

    • c.
    • Based on Carl
    • Jung’s personality typology.


    • i.
    • Suggests kids are born with predisposition to develop
    • and exhibit definite preferences in

    • d.
    • Bipolar dimensions


    • i.
    • Introversion v. extraversion


    • ii.
    • Sensation v Intuition (gut feeling)


    • iii.
    • Thinking v feling


    • iv.
    • Judging v Perception

    • e.
    • Force choice test

    • f.
    • Forer effect:
    • fallacy of validation. Ppl rate statements highly accurate for themselves even
    • though those statements can apply to anyone
  6. 1.
    What do we know about the usefulness of personality
    measures as a whole?
    • a.
    • Reliability /Validity can be problematic

    • b.
    • Response sets such as Social Desirability and
    • Acquiescence are a problem.

    • c.
    • Responding truthfully, camera efect
  7. 1.
    What is the “bottom line” on personality assessment
    according to the lecture slides?
    • a.
    • Never rely on the results of just one instrument

    • b.
    • Two ppl might interpret the same test differently

    • c.
    • Findings should be supported by interviews,
    • observations, and multiple measures.
  8. What is I/O psychology?
  9. Psychology
    • hat deals with Business/advertising/military
    • Testing:
    • make work related decisions on ppl
  10. Why is
    using tests in employment screening so difficult?
  11. Its
    difficult to predict future job success. Its complex
  12. What
    are the most common techniques used in employment testing?
  13. Biodata,
    • interview, cognitive ability tests, personality tests, integrity tests,
    • work samples &situational exercises.
  14. What is biodata? How well does it work?
  15. Uses
    • data about person to predit (years of education ect.)
    • Perdition
    • of employee performance good.
  16. What types of interviews are there? How well do
    they work?
  17. Poor
    • inter-rater reliability for jointly conduted interviews. .50 when
    • structured.
    • Less
    • than .20 predictive validity of job performance
    • Newer
    • studies show improvement though
  18. How
    are cognitive ability tests used for employment screening? Do they work?
  19. Validity
    ranges from modest to strong
  20. What
    are the cognitive ability tests that are commonly used?
    • General
    • Ability Tests




    • i.
    • Shipley/wonderlic



    • Multiple
    • Aptitude Test Batteries




    • i.
    • DAT



    • Specific
    • Ability Tests
  21. What
    is the BMCT? How well does it work?
    • Bennett
    • Mechanical Comprehension Test
    • (1980)




    • i.
    • Mechanical trdade screen


    • ii.
    • WW1 created to ID recruits to work on Mechanical stuff



    • Good
    • realiability (.8-.9)
  22. What personality tests are used in employment
    testing?
  23. CPI
    • managerial potential
    • MMPI
    • , problematic over all
  24. What are integrity tests? What types are there?
    Do they work?
    • Covert:
    • personality-based intergrity tests




    • i.
    • Less obvious/offensive (CPI)



    • Overt
    • Test: Attitudes and overt admissions




    • i.
    • Can be more easily faked


    • ii.
    • 30-60% fail
  25. What
    is a work sample?
  26. Mini
    • replica of job that allows applicants to demonstrate their ability to
    • peform
  27. What
    is a situational exercise?
    • White collar version of the work sample used for
    • management and profession positions
  28. What
    are interest inventories? How are they used?
  29. Predict
    what you might be into
  30. What
    do interest inventories NOT do well?
  31. Predict
    success
  32. What
    is Holland’s theory? (i.e., the RIASEC Model)
    • Belief
    • that personality traits cluster around certain vocational pattern.
    • 6
    • types




    • i.
    • Realist. Hands on


    • ii.
    • Investigative. Thinker


    • iii.
    • Artisict. Creating


    • iv.
    • Socil. Helping


    • v.
    • Enterprising. Leading ppl


    • vi.
    • Conventional. Structure.

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